Thanks to an economic trend nicknamed “The Great Resignation” and “The Big Quit”, workers are dumping their pre-pandemic gigs en masse.
They’re chasing dream jobs, looking for better or more fulfilling working conditions, going back to student life, and, sometimes, changing careers entirely.
Some companies are spending beaucoup bucks in bonuses to employees in vital tech areas to encourage them to stick around. Others are leaning on outdated attraction and retention methods – methods that were pretty solid a mere decade ago – with little luck.
So what are these companies doing wrong?
Back in the day (“the day” being the 2000s and early 2010s), employers could rely on a few tried-and-true methods to get and keep employees. They’d do things like:
These are just a few of the most notable outdated offenders when it comes to attracting and retaining talent. While those methods were pretty effective not too long ago, it’s time to upgrade.
Top HR leaders recommend focusing on these three key areas:
It’s undoubtedly important to get good talent in the door, but shifting paradigms and the talent-driven marketplace mean companies need to place more emphasis on retention – and skills intelligence is the common thread.
When management focuses on internal mobility, useful upskilling, and clear career pathing, they can reap the benefits of less costly turnover, improved company culture, and more opportunities for organizational growth.
Employees invest in employers who invest in them – even more so during The Big Quit. Thankfully, adopting a skills intelligence approach to talent management doesn’t have to be difficult. Download our white paper to learn more about the faux pas employers are making when it comes to attracting and retaining tech pros, what you can do to improve your own strategies, and how to make navigating The Great Resignation a little easier.
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